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So you want to be a People Manager

Over the years, I have had many conversations with folks that considered the option of moving into people management.  For the purposes of this blog post, I am going to assume that as a new manager, you will be a team lead with people reporting directly to you.

Put others first

This is a big one and one that does not come easily.  Are you prepared to put the welfare of others ahead of your own?  e.g. When someone on the team messes something up and causes an issue, will you point them out and throw them under the bus?  Or will you take the heat and work with them to improve?  Are you prepared to wait for the team to succeed even if your boss wants you to deliver the project today?  Are you willing to work someone on improving their skills even if you can perform the task quickly and accurately in a fraction of the time it will take them?

Communication

Are you able to communicate what you need done in a manner that they understand and want to deliver?  This is critical because if you are not able to communicate what needs to be delivered in a clear and understandable manner, the team will not know what needs to be delivered.

Patience

Do you have the patience to let them make mistakes and learn?  Or even more difficult, do you have the patience for them to take twice as long to complete a task than you could do it yourself?

Tough Love

I used the term “Tough Love” here on purpose because I do not mean firing someone.  If you want to fire or tell people what to do, then you just failed on #1 because you are putting your wishes above those of others.  What I am referring to here,  is the ability, and willingness, to have difficult conversations that are beneficial to the person. A great example of this is appropriate dress code when meeting with customers.

 

 

 

 

 

 

 

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